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In this episode of Learning Matters, we chat with Nikki Ward, a seasoned HR professional who transitioned from an HR business partner role into leading learning and talent development. After 15 years with Athena Health, Nikki brings a fresh perspective on how to build learning experiences that directly support business needs.

Designing Training That Works

Nikki’s approach centers on three pillars: simplicity, relevance, and growth. With over a decade of experience supporting business leaders, she knows exactly what learners and managers are looking for in a training program.

She attributes much of her approach to design thinking. Instead of diving into content creation, she starts by understanding the audience, aligning on key outcomes, and setting clear design principles. Then, she encourages her team to build, test, get feedback, and refine continuously.

“You have to make it simple and relevant. People have full plates. If learning doesn’t feel connected to their daily work, they won’t engage with it.”

A Career Built on Taking Chances

Nikki didn’t plan to move into L&D right away. In fact, she initially said no when mentors encouraged her to explore the space. The hesitation was real. She loved her role in HR and felt confident there. But after taking the leap, she quickly realized how valuable the transition was.

That experience gave her not only new skills but also a new lens to view learning through. Now, she encourages others to step outside their comfort zones, take on new challenges, and find ways to grow within their current roles.

What’s in It for the Learner?

While many L&D programs focus on the business return on investment, Nikki challenges teams to think about the learner’s perspective too.

She uses tools like the Kirkpatrick Model to evaluate training effectiveness—from initial reaction to long-term behavior change and performance outcomes. She also emphasizes the importance of segmenting your audience using personas. Not every learner is the same, so offering multiple modes of content—like short videos, reading materials, and full-length trainings—gives learners the ability to choose what works best for them.

Trends Shaping the Future of L&D

When asked about current trends, Nikki points to three that excite her most:

• AI in Learning – A helpful tool for efficiency and idea generation when used responsibly.
• Learning Analytics – Data-driven platforms make it easier to track engagement and show training impact.
• Microlearning – Short, digestible content is a valuable part of a larger learning strategy.

She reminds us that today’s learners are used to platforms like YouTube and TikTok. Offering quick, relevant content is often the best way to meet them where they are.

Making Time for Growth

One of the biggest challenges Nikki sees is getting people to carve out time for learning. To solve this, she encourages leaders to actively promote development. Whether it’s recognizing employees who complete trainings or allocating time during team meetings, leadership buy-in sends a powerful message.

She also stresses the importance of offering learning in different time blocks. For example, sending an email with three choices: a two-minute video, a ten-minute article, or a 30-minute course. This small shift can have a big impact on engagement.

Lessons in Collaboration

Nikki admits that early in her L&D career, she made the mistake of building learning programs in isolation. She quickly realized the most effective initiatives came from collaboration—especially when stakeholders were brought in early.

By working with HRBPs, business leaders, and even employee relations teams, she gathered deeper insights and built stronger buy-in. The result was smoother rollouts, better adoption, and more excitement around the learning experience.

Staying Curious About AI

AI continues to be a major force in learning. Nikki sees it as a great partner, much like a capable intern. It can help kickstart presentations, summarize feedback, and even support people leaders with prompts for tough conversations.

She encourages L&D teams to stay informed about how AI can be used effectively while also being mindful of its limitations. One resource she recommends is Admired Leadership’s AI coach, which tailors feedback using real leadership principles.

From College to Career

Nikki’s path into HR started with an interest in communication, small group dynamics, and conflict mediation. Her first job was in sales, where she quickly moved into a people leader role. That early exposure to leadership challenges drew her toward HR, and eventually L&D.